EEOC SUES THE HERTZ CORPORATION FOR DISABILITY
DISCRIMINATION

DETROIT -- The U.S. Equal Employment Opportunity Commission
(EEOC) today announced the filing of a disability discrimination
lawsuit against The Hertz Corporation. The lawsuit is the first
filed by EEOC under the Americans with Disabilities Act (ADA) on
behalf of individuals with mental retardation.

The lawsuit alleges that The Hertz Corporation discriminated
against Donald Klem and Kenneth Miller, both developmentally
disabled individuals. The suit states Hertz failed to provide Mr.
Klem and Mr. Miller with a reasonable accommodation and then
discharged them on the basis of their disability.

As part of the relief sought, EEOC will ask the court to
permanently enjoin Hertz from discriminating against individuals
with disabilities. The Commission is also asking that Hertz
reinstate Klem and Miller, and pay backpay, compensatory, and
punitive damages in accordance with the Civil Rights Act of 1991.
That Act allows recovery of up to $300,000 in compensatory and
punitive damages, plus full backpay for each individual.

This is the first ADA case filed by EEOC involving individuals
with developmental disabilities. The ADA, which went into effect on
July 26, 1992, prohibits employers from discriminating against
individuals with disabilities. The ADA also requires employers to
provide reasonable accommodations to the known physical or mental
limitations of individuals with disabilities, unless doing so would
impose an undue hardship on the operation of the business.

In announcing the filing of the lawsuit today, EEOC Commissioner
Paul Steven Miller said, "In addition to redressing the
discrimination suffered by Mr. Klem and Mr. Miller, this lawsuit
demonstrates EEOC's commitment to enforcing compliance with the ADA
on behalf of people with mental retardation who are qualified for
employment."

Commissioner Miller was appointed to serve on the Commission in
1994 by President Clinton. Prior to his appointment, Commissioner
Miller was the Deputy Director of the United States Office of
Consumer Affairs and the White House liaison to the disability
community.

Along with enforcing the ADA, EEOC enforces Title VII of the
Civil Rights Act of 1964, which prohibits employment discrimination
based on race, color, religion, sex, or national origin; the Age
Discrimination in Employment Act; the Equal Pay Act; prohibitions
against discrimination affecting individuals with disabilities in
the federal government; and sections of the Civil Rights Act of
1991.